Employment Law Questions? Ask an Employment Lawyer.
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The problem is that under the laws, the employee only has a right to sue for wrongful termination if they prove the termination was based ONLY on their age/race/sex/disability/national origin or in retaliation for them filing a statutory complaint. The US Supreme Court made it very clear that hostile work environment laws were designed to protect employees only for those reasons and the laws were not intended to create a code of civility in the workplace. See: Oncale v. Sundowner Offshore Services, 523 U.S. 75 (1998).
So, your only other recourse if you cannot prove one of those reasons above as the only reason for this conduct towards you would be to prove that these people made known false statements about you and as a result of the known false statements you lost money. The suit would be for defamation and it would be against the individuals who made the known false statements, but not the employer.
IF the complaint is made during the statute of limitations and it is not false, then they really cannot take any successful legal action against you as you are protected from retaliation for making a valid complaint. However, if the statute of limitations for making a HIPAA complaint has passed, you can no longer file a complaint to the USDHHS.
Unfortunately, no, at will employment laws are very slanted towards the employer and not much in favor of the employee except for the reasons I specified above.